Learning Theories In Organisational Learning

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Definition of learning: The simplest definition for learning can be “Relative permanent change in behavior brought about through experience or interactions with the environment”. Psychologically, we can say that, when people learn anything, some part of their brain is physically changed to record what they have learned. This cause changes in the behavior of a person and any kind of change in the way an organism behaves is learning. Learning Theories: Classical Conditioning theory: Conditioning is process of learning associations between environmental stimuli and behavioral responses. Classical conditioning theory put forward by Pavlov (1927) shows how a behaviour or response that already exists can become associated with a new stimulus. It…show more content…
These theories associated with observations of performance of individuals in person and the organisation as a whole has helped come up with new techniques for organisational learning. The concept of organisational learning has borrowed and developed from the individual learning process, which is commonly believed to be very sophisticated and involves almost all aspects of the human nature and the interaction with the environment. Understanding the individual learning process is a imperative to understand organisational learning, but not the complete picture. Organisations behave in a more complicated manner than an individual to the environment. For example, organisational learning is not simply the cumulative of individual learning processes, but engages interaction between individuals within the organisation, and interaction between organisations as an entity, and interaction between the organisation and its contexts. The vast area of interest in the organisational learning field has been able to create diversified understanding of the concept of organisational learning. To enhance the understanding, we identified few focuses of the concept and the contextual practices. Successful implementation of organisational learning requires an effective blend of focuses according to the organisation’s specific situations. In addition, we feel the concept is still evolving to include aspects that will facilitate organisations to create and maintain competitive advantage in current business contexts. The focus of organisational learning needs to incorporate the perspective of creativity and radical innovation, as a strategic orientation to sustained competitive advantage, on top of five other perspectives of organisational

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